How to Switch up Your Interviewing Style for Different Candidates

Every job you fill is unique and important to the future of your business. So as you interview candidates, it doesn’t behoove you to take a cookie-cutter approach. The specific style you use should depend on the position and on specific business circumstances, but it must suit both your candidate and your hiring team. Your goal is to set the tone for an honest, transparent dialogue that, hopefully, paves the way to a long-term employer/employee relationship.

Reach past your comfort zone.

Are you wondering how to switch up your interviewing to optimize results? Start by embracing your “inner opposite” – those less dominant traits that can really enhance the experience. By taking on the characteristics of your diagonal opposite style, studies have shown you can reduce potential hiring mistakes by 50 to 75 percent.

Break out of your bubble by considering the following styles:

Traditional: These face-to-face interviews typically include such go-to questions as “Where do you see yourself in five years?” or “What are your greatest strengths and weaknesses?” They can be one-on-one or there can be a panel of interviewers. In the latter scenario, an entire team can assess a candidate to see how they would fit your company and its culture.
Behavioral: Behavioral questions predict how well a candidate would perform on the job, based on past results. This approach benefits candidates as they get to describe their best past achievements and unveil details about their leadership strengths. And you have a chance to learn their true capabilities, because their responses can’t be rehearsed or fabricated.
Situational: During a situational interview, you give hypothetical scenarios to see how an applicant would handle a challenge or solve a problem. The candidate is expected to understand the situation and probe more deeply into the topic by asking relevant questions, and then formulating a solution.
Over a meal: Typically, more informal and less structured than other interview styles, meeting with a candidate over a meal at a restaurant is a good way to test their social skills and manners. If it goes well, it puts both parties at ease. If not, well, maybe you want to rethink the direction in which things are going …

Capitalize on technology.

If you find it helpful, plan to use Skype, FaceTime and Facebook’s video capabilities as you interview candidates. By doing so, you can use only a fraction of what you might have to spend on travel expenses to interview distant candidates.

Prerecorded videos can replace phone interviews as an initial screening technique. They’re not only convenient for candidates, but for you as well. Job seekers can record their responses – and you can review them – when and where you please. It should come as no surprise that prerecorded video screens are 47 percent preferred by candidates over phone interviews.

Partner With Frontline Source Group!

Screening and interviewing talent is critically important in order to avoid costly hiring mistakes. Make sure your recruiting style and strategy remain on point by partnering with Frontline Source Group. Backed by our nationwide network of clients, we can help you fill direct hire, temporary and temp-to-hire positions to meet the unique needs of your organization. Looking for a staffing agency in Arlington, TX? Contact us today to learn more. To find the branch closest to you, click here.

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Published on Jun 27, 2019